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Name:-Amar Ravi Itagi

Std:-T.Y.BMS

Div:-A

Roll no:-31 Submitted to:-Purva Gaikwad

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Acknowledgement

I are very grateful to our institution for encouraging me and

making me understand the value of making project file on different

subject. I got wide information about the subject and especially about

the respective topic that has been selected.

My special thanks to Mrs. Purva Gaikwad for her kind

cooperation and proper guidance and valuable contribution.

Further I also thanks to our principal & coordinator for

supporting me to carry out this activity with great interest.

Thus I appreciate the cumulative affords of all mentioned above

in preparing this project file and contributing their valuable time to make

it a successful one.

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VIDYA PRASARAK MANDALS

K.G. JOSHI COLLEGE OF ARTS & N.G.

BEDEKAR COLLEGE OF COMMERCE

THANE

NAAC ACCREDITED (A)*****

Certificate

This is to certify that

S.no Name R.No.

1. Amar Ravi 31

of the T.Y.BMS -A class has satisfactorily carried out the

required project work in Human Resource Management and that

this project file represents their bonafied work during the year

2012-2013.

Date ________

Professor in-charge

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Contents

Introduction of Kotak Mahindra groupHISTORY OF KOTAK GROUP

BOARD OF DIRECTORS

KOTAK GROUP OF COMPANIES

KOTAK MAHINDRA GROUP

Training and Development

1)Traning

Need for Training Steps in training Program

Training Methods and techniquesOn the job Training

Off the job training

Follow up2) Development

On the job technique

Off the job training

Questionnaire

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Introduction of Kotak

Mahindra group

HISTORY OF KOTAK GROUP

The kotak Mahindra group was born in 1985 as Kotak capital management financelimited

1986- Kotak Mahindra financial limited starts the activity of bill discounting

1990- The auto finance division is started

1995- Brokerage and distribution businesses incorporated in to a separate

company Kotak Securities

1996- The auto finance business is hived off in to a separate company- Kotak

Mahindra Prim Limited (formally known as Kotak Mahindra Primus Limited)

1998- Enters the mutual fund market with the launch of Kotak Mahindra Asset

Management

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2000- Kotak Mahindra ties up with old mutual plc for the life insurance business.

A Kotak security launches its on-line broking site (nowwww.kotaksecurities.com).

2003- Kotak Mahindra finance ltd converts to a commercial bank- the first Indian

company to do so

2006- Bought the 25% stake held by Goldman Sachs in Kotak Mahindra Capital

Company and Kotak Securities

BOARD OF DIRECTORS

1. Dr. Shankar Acharya Chairman2. Mr. Uday Kotak executive Vice chairman and managing director3. Mr. Anand Mahindra4. Mr. Cyril shroff5. Mr. pradip Kotak6. Mr. shivaji Dam7. Mr. C. Jayaram executive director8. Mr. Dipak Gupta- executive director9. Mr. Asim Ghosh10.Ms. Bina Chandarana secretary and senior Vice President

http://www.kotaksecurities.com/http://www.kotaksecurities.com/http://www.kotaksecurities.com/http://www.kotaksecurities.com/

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KOTAK GROUP OF COMPANIES

KOTAK MAHINDRA OLD MUTUAL LIFE INSURANCE

KOTAK MAHINDRA ASSET MANAGEMENT COMP. LTD. (MUTUAL FUND): KOTAK

CAR FINANCE

KOTAK SECURITIES

KOTAK SECURITIES INSTITUTIONAL EQUITIES

KOTAK MAHINDRA CAPITAL COMP. LTD. (INVESTMENT BANKING) KOTAK

MAHINDRA

INTERNATIONAL BANKING

KOTAK MAHINDRA WEALTH MANAGEMENT

KOTAK MAHINDRA GROUP

Established in 1985, The Kotak Mahindra group has been long of Indias most

reputed financial organizations. In February 2003, Kotak Mahindra Finance ltd,

the groups flagship company was given the license to carry on banking business

by the Reserve Bank of India (RBI). This approval creates banking history since

Kotak Mahindra Financial Ltd is the first company in India to convert to a bank.

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Training and Development

Need for Training:-To improve Productivity

To improve Quality

To help company fulfill in future personal needs

To improve Organizational climate

To improve health and safety

Personal Growth

Steps in training Program

Step1

Discovering and identifying the training need

Step2

Getting ready for the job

Step3

Preparation of the learner

Step4

Presentation of the operation and knowledge

Step5

Performances try out

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Step6

Follow up

Training Methods and techniques

There are main two types of training

1) On the job Training

2) Off the job training

1) On the job Training

i) Job instruction Training

This method is very popular in the states for preparing supervisors to trainoperatives

The JIT method requires skilled trainers, extensive job analysis, trainingschedule, and prior assessment of trainees job knowledge.

This method is also known as training by step by steplearning

ii) Vestibule training

In this method the duplication of on the job situation is developed This is done in the classroom of the company This is often imparted with the help of equipment and machines which are

identical to those on the work place

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Merits

The training is done in a separate room, thus it reduces distraction

A trained instructor who knows how to teach can be effectively utilized

The correct method can be taught without interruption

Demerits

Splitting of responsibilities will lead to organizational problems

Additional investment is required

The method is less useful as its the duplication of work and not the actual

work.

iii) Training by experienced workmen

The training is imparted by experienced senior Fellow member. It is adopted when experienced workman need helper

In kotak bank

In kotak Mahindra bank this method is followed.

The fresh employees are trained by the area manager

The training is given for around 2 weeks or 21 days

This helps the employees to gain enough knowledge and carry out their

work in a satisfactory manner

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iv) Training by supervisor

This type of training is provided by workers immediate supervisor It provides trainee to the opportunity to get acquainted the boss

v) Demonstration

In this method the trainer describes and displays something as and whenhe teaches the employee how to do something by actually performing the

activity

He explains step by step why and what he is doing

vi) Simulation

In this technique The situation at the work place is almost duplicated at theclassroom

The actual condition which is encountered in the job is duplicated It is most widely used in aeronautical industry

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2) Off the job training

i) Lectures

It is one of the most simplest way of implementing knowledge in the mindsof the traniees especially when it comes to implementing theoretical

,principal, problem solving types of knowledge

Its a formal type of implementing knowledge

In kotak bank

The lecture are provided to the employees who are Freshers that is the

Graduates

These lectures are given to the employees for around a month

These lectures help to develop the basic knowledge regarding the

organization

ii) Group Discussion

In this method the Participants individuals confer to discuss point ofcommon interest to each other

A conference is basic to most participative group centered method ofdevelopment

Its a formal meeting conducted in accordance to organization pan

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iii) Seminar or team discussion

It is based on paper prepared by the trainees on a subject selected inconsultation with the person in charge of seminar

It may be based on the statement made by the person in charge of theseminar or on a document prepared by a expert, who is invited to

participate in the discussion

iv) Case Study

The case study is based on the belief that managerial concepts can beembedded

The case is a set of data which is summarized and contains problem whichrequire solution

v) Role Play

In this method trainees act out the role given to them It is similar to stage plays This involves instant action It donts have memorization

Follow up:-

After the training is done the follow up of the training are seen/recorded. This is

done by the supervisors, the supervisors gives the feedback to the HR head who

then decides on the appraisal.

The appraisal is then given in the form of increments only.

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2) Development

There are two types of development:-

a) On the job technique

b) Off the job technique

a)On the job technique

1) The coaching Method

Coaching is a method which is used in developing managerial thinkingprocess as well as operative skill

The objective of coaching is not only to teach and guide a subordinate inperformance of his immediate assignment but also provide him with

diversified workshop that he may grow and progress

In kotak bank

This method is provide to the experienced people

This is done to provide the detailed information about the latest

technologies upgrading adopted

This type of training is given for a week and a half

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2) Job rotation method of development

It refers to the transfer or movement of executive from on one plant toother for some basic leaning purpose

Such rotation may continue from a period of 6 months to 24 months Under this method trainers are rotated over various routine jobs

3) Understudy assignment or attachment method

An understudy is a person who is under training to assume, at a futuretime, the full duties and responsibilities of the position currently heald bythe supervisor

It may be picked by the supervisor for a large number of candidates Such understudy learns the complexity of the problem and how to solve

them

b) Off the job training

1) Case study

Its an excellent medium for developing analytical skill In this method actual business situation is described in an summery The trainee are asked to appreciate and solve the problem this method represents a dynamic and powerful approach to learning

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2) Role playing

It is a situation creating a more realistic situation It requires person to vary out a thought or decision he may have reach It makes the person aware of the feeling of the others

3) In basket method

In this method each team of the trainee is given a file correspondencebearing on a functional area of management

Each has to study the file and make his own recommendation on thesituation

If further info is required by him, it is supplied by members of team Later the observation of each individual members are compared and

conclusion on different functional are reached

They are then put down on the form of paper

For this purpose such teaching methods as the incident process, roleplaying the conference method are used.

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Questionnaire

Q1) Which type of technique is followed for freshers in the organization

Q2) How is the follow up done after such type of traning

Q3) Is any appraisal provided to the employee if they perform well after traning?

Q4) How much hours/days does this training program take place?

Q5) Is any development program setup for the higher level employee?

Q6) What kind of development program is provided?

Q7) What is the duration of traning?